|
|
GENERAL MEMBERSHIP MEETING
Saturday, April 19, 2008 at 7:00PM
Meeting to take place at Head Office
1030 Upper James Street, Suite 401, Hamilton
Metered parking in front
If you require map please contact office
Greg Hoath Directeur d’Affaire, John Payne Répresentent International, Mario Bergeron - Natrel Inc., James Peacock - Hillel Lodge,
Paul Plante - YMCA-YWCA, Helen Rough - Kemptville Hsp., Robert Horning - Canadian Bank Note,
Lynda Cloutier Agent d’Affaire, Cindy Smiley - Healthcare Food Services, Ted Crockett Répresentent International,
Susan Nichol - Compass Group, Anita Baker - Kemptville District Hsp. Noella Cleroux - Compass Group,
Karen Sasko Alternative Dispute Resolution Program Consultant, Valeire Shirley - Kemptville District Hsp.
LE LOCAL 772 CONTINU À OFFER DES COURS
Nous avons présentée un cours avancée pour les Délégué Syndical à Ottawa-Carleton le 26 et 27, mai 2007. Les Délégués
on eu l’occasion d'apprendre plus au sujet de leur rôle et responsabilités comme un Délégué Syndical. Le cours inclus
les processus investigation sur des grief / arbitrage, la législation et des problème au milieu du travaille et adapter
le droit du privée (LDRPDE), intimidation et harcèlement avec une multitude d'exemples échanger par nos entraîneurs,
Ted Crockett, Représentant International d'IUOE et Karen Sasko, Alternative Dispute Resolution Program Consultant.
Naturellement, la plupart d'entre nous n'aime pas au jeu de rôle, mais des Délégués Syndical jouant le rôle de l'employeur
et de l'union, dans un arbitrage cette une expérience d'étude très instructive et agréable. Directeur d’Affaire,
Greg Hoath dit : "Le cours paye les dividendes dans le temps d'économie et l'argent avec de meilleures est plus grandes
résolutions. Les coûts et les niveaux inutiles donne à nos Délégués Syndical pour travailler et représente nos membres." IUOE Local 772 sont consacrés à fournir à des Délégués Syndical et à des membres, les outils pour relever les défis
dans nos lieux de travail et en servant notre membres respective.
LA COUR SUPRÊME DU CANADA RECONNAÎT BIEN POUR NÉGOCIER COLLECTIVEMENT
Pourquoi est-ce que c'est important?
Dans un progressivement major et important pour des Syndicats la Cour Suprême du Canada a clairement
identifié que la liberté d'association garantie dans s. 2(d) de la Charte de Droites et Libertés, protège
les droites des Syndicats de négocier collectivement. L'interprétation très restrictive qui avait été donnée
par la Cour Suprême dans la trilogie initiale des cas sur la liberté d'association sous la Charte a été outrepassée.
CHERS MEMBRES,
L'union remboursera avec un reçus, tous les dépense pour registration, le millage et stationnant pour un cour
de Relation de Travail, approuver.
IUOE Local 772 a Gagne sur les Sous Contrat.
L'arbitre Randall a déclaré ce qui suit:
Dans ma vue, 6 jours ouvrables étaient les à court terme de cette urgence particulière ; elle était, donné toutes
les circonstances, une durée raisonnable pour l'employeur d'utiliser un service extérieur, alors qu'elle mettait un
plan en place pour utiliser son propre personnel. Ensuite cette fois, l'employeur a été requis d'offrir le travail à
l'unité de négociation.
Est donné mon arrangement que des heures supplémentaires et les terme de la convention collective est volontaire, je déclare seulement le ce, débutant avec les décalages de juin 17, 2005, l'employeur a été requis d'offrir les décalages additionnelles en question à disponible a des membres d'unité. Je remets la question de n'importe quelle compensation pour un tel travail perdu aux parties.
Session d’hiver 2007:
cours de formation des délégués et autres cours Plusieurs cours sont offerts au Collège Mohawk et à l’ Université McMaster
pour la session d’hiver 2007. Le syndicat rembourse, avec reçus à l’appui, les frais d’enregistrement, les frais de kilométrage et les frais de
stationnement pour ces cours. Ces cours sont dispensés en anglais.
Pour plus d’informations, visiter le site: http://www.iuoe772.org/news.html
Bourses d’études post-secondaires:
nos membres ont la possibilité de soumettre une demande de bourse pour des études post-secondaires pour une personne à leur charge. Pour plus
d’informations ou pour obtenir une copie du formulaire de demande, visiter le site: http://www.iuoe772.org/c-bursary.pdf
Fin de la retraite obligatoire en Ontario:
On trouvera de plus amples renseignements sur les dispositions de la loi et leur application sur le site www.ontario.ca/retraiteobligatoire. On peut aussi se
renseigner en composant, sans frais, le 1 800 531-5551.
Renseignements :
Susan McConnell
Bureau du ministre
416 326-7710
Lionel Tona
Ministère du Travail
416 326-1407
http://www.labour.gov.on.ca./french/news
A predictable, Guaranteed Retirement Income...
Don't let anyone take it away!
Introduction
Most public employees, including members of your Retirement System, receive their primary retirement benefit
through a Defined Benefit Plan rather than a Defined Contribution Plan. Because in some provinces there is an
active effort to alter-or even close-Defined Benefit Plans, we believe it critically important that you understand
the fundamental differences between the two types of plans.
In a Defined Benefit Plan (also known as a DB Plan), your benefit at retirement is determined by a preset formula.
Critical to determining that benefit are (1) your years of service with your employer and (2) your final average
salary over a set period of time. Typically, during your active employment, both you and your employer make monthly
contributions to the Retirement System. These contributions become part of the System's trust fund and are invested
by professionals retained by the System. Funds in the System's investment portfolio are used to pay retirement,
disability, and survivor benefits. You personally are not impacted by investment decisions because your benefit
level is established in advance by a formula set by state law or local ordinance.
In a Defined Contribution Plan (also known as a DC Plan), your retirement benefit is determined by the amount of
assets in your personal account at the time of your retirement; and you determine how these assets are to be
distributed in your retirement years. Typically, during your active employment, both you and your employer make
monthly contributions to your personal account. You have the primary responsibility to determine how these funds
are then invested. Your investment decisions and factors such as the general state of the economy will influence
the amount of funds available at the time of your retirement. Poor investment choices have a profound impact on your
retirement benefit.
Protect What you Have Earned
Your Defined Benefit Plan:
The Most Important Part of Your Retirement Security
- It's probably something you rarely think about, but that doesn't mean it's not valuable to you.
- During the years you have been in public service, you and your employer have been contributing towards
your retirement security through your Defined Benefit Plan.
- Don't underestimate the value of this important asset of yours. Throughout the years you are working,
as your salary and contributions grow, your Defined Benefit Plan can grow significantly in value.
- After you retire, your Defined Benefit Plan will provide you with a guaranteed lifetime income,
regardless of how long you live.
- For this reason, your Defined Benefit Plan should be the foundation of your retirement plan. You may
also have Social Security and your own personal savings to enhance your retirement income, but nothing can
truly replace what your Defined Benefit Plan can provide you. Because it cannot be diminished, it is the
most critical asset you own.
Four Important Benefits of Your Defined Benefit Plan
1. Guaranteed Lifetime Income that You Cannot Outlive
2. Professional Investment Management Guaranteed By Your Employer
In a Defined Contribution Plan, you are responsible for selecting the investment choices. You bear the risk
that a poor choice of investments at a given time or a poor investment return will cause your assets to decline.
3. Relatively Low Cost
Defined Benefit Plan is often less costly than a Defined Contribution Plan.
Over time, these fees can really eat into the value of your retirement fund. In the example below, Clare-like you-participates
in a public sector Defined Benefit Plan.
Tom participates in a private sector Defined Contribution Plan. Each averages $40,000 in annual
earnings over 30-year careers. We are assuming Clare and her employer each contribute 5% of pay, and
that Tom and his employer also each contribute 5% of pay. Here's the important distinction:
the investment and administration expenses under Claire's DB Plan have averaged $.18 for every $100 invested.
Under Tom's DC Plan, they have averaged $1.35 for every $100 invested.
|
|
Clare
|
Tom
|
|
Salary
|
$ 40,000
|
$ 40,000
|
|
Annual Contributions
|
$ 4,000
|
$ 4,000
|
|
|
|
|
|
Total accumulation available for benefits after 30 years,
with annual contributions less annual fees from contributions
|
$390,774
|
$314,218
|
Clare comes out more than $76,000 ahead. Expenses really do make a difference
in your personal retirement portfolio.
4. A Disciplined, Ongoing Investment Program Requiring No Effort On Your Part
One of the biggest benefits of a Defined Benefit Plan is that participants don't have
to think about it much.
Understand What You Have and Its Value
Your Defined Benefit Plan offers many benefits. As you have seen above, it provides strength
and stability for your years of retirement by providing you with a predictable, guaranteed
retirement income for life.
In addition, your Defined Benefit Plan offers many other important benefits that a Defined
Contribution Plan does not. Defined Benefit Plans usually provide for disability retirement,
death benefits, and cost of living adjustments for retirees. These features must often be purchased
in a Defined Contribution Plan.
Don't Let Anyone Take It Away!
Defined Benefit Plans and Defined Contribution Plans are not equal. A Defined Benefit Plan
is a more valuable, guaranteed asset.
The situation regarding the efforts of some to convert Defined Benefit Plans to Defined
Contribution Plans is highly complex and varies from employer to employer.
In all cases, however, the outcome could influence the security of your retirement. We urge
you to be mindful of and oppose any efforts that could alter or convert your Defined Benefit
Plan to a Defined Contribution Plan.
"Lawyers can't represent members of unions"
Ed Canning practises employment and labour law with Ross & McBride
I often receive phone calls from individuals who are members of a union who have been terminated and want to hire me to pursue their claim for reasonable
notice.
They are often mystified when I tell them that because they are members of a union, I can do nothing for them.
What many people do not understand is that employees who are part of a union and employees who are not live in very
different working worlds.
ADVANTAGES
Unionized employees have many advantages which non-unionized employees do not have. The one advantage non-unionized
employees have, however, is that if they are terminated without just cause they are entitled to reasonable notice.
Unionized employees, if they cannot grieve the termination, are entitled only to the minimum set out by the Employment
Standards Act or whatever package their union negotiates for them.
People in unions are subject to a collective agreement which sets out in a very detailed way, the details of their
employment.
Everything from the length of their breaks to their overtime pay rate is set out. There are seniority rights and bumping
rights. If a union member has a problem with something that is being done in the workplace that violates the collective agreement,
they can file a grievance and have an independent third party make a decision on the matter.
Non-unionized employees have no such rights. Most employees have no written contract whatsoever. In the few
cases where there is a written contract, it sets out only the very basic aspects of employment. I have never seen
an employment contract that comes anywhere near the detail that is found in most collective agreements.
If a non-unionized employee has a problem with something her employer is doing in the workplace, there is very little
she can do about it. Even if the employer is violating a written contract, the employee does not have many choices.
Can you imagine going to work every day while suing your employer for failing to give you the vacation time promised in your contract?
If a unionized employee is terminated by her employer for some performance related issue, she can grieve that termination. If the employer
cannot prove there was just cause for the termination, the employee will be reinstated to her job, usually with back pay for all the time she missed from work.
This is perhaps the most important protection unionized employees have. They are protected from arbitrary terminations.
Non-unionized employees have no such protection. As long as employers do not violate the Ontario Human Rights Code or some other statute,
they can terminate their employees for the silliest of reasons. The non-unionized employee cannot grieve that termination.
The best she can do is hire a lawyer to make sure she receives reasonable pay in lieu of notice. An employee who is not a member of a union can never
get a court to reinstate her to her job.
The reality is that unionized employees have many advantages over non-unionized employees. The exception is where there is a
termination for economic reasons. If a union member is laid off in proper order of seniority as a result of a plant closure
or a reduction in work, there is nothing for her to grieve.
Another very common misconception among unionized employees is that if they don't like the way their union is
representing them, they can hire their own lawyer. This is simply not the case. It has long been held by the courts that if you are a member of a union
and subject to a collective agreement, the only person who can represent you in relation to your employer is your union. If I wrote a
letter to an employer on behalf of a union member, they would have every right to send my letter back.
The very fact that a collective agreement exists means there is only one authorized representative for the union
member: the union. The company does not have to deal with me or any other lawyer. On the rare occasion they do; it is with the union's
agreement when they don't mind the assistance.
Many union members ask if they can hire me to sue the employer if they lose the grievance at arbitration.
The answer is no. The only remedies that unionized employees have with respect to any difference of opinion, conflict or disagreement
with their employer is through the grievance and arbitration process.
They are treated like a sovereign country with a right to democratic self determination. In the end, there
are many advantages to being in a union, especially if the union is run by persons with integrity who do not
engage in favouritism with respect to who they will help and who they ignore.
News Release
Communiqué
For Immediate Release
September 12, 2006
COUNTDOWN TO END OF MANDATORY RETIREMENT IN ONTARIO
Law Kicks In December 12; Ontarians To Choose When To Retire
TORONTO--Three months from today, Ontarians will have a choice about when to retire, Labour Minister Steve Peters said.
“People are healthier and living longer, so it is unfair to insist that they stop working simply because they turn 65,” said Peters. “Ending mandatory retirement allows workers to decide when to retire based on lifestyle, circumstance and priorities.”
The government provided a one-year transition period to ensure everyone is ready for the new law to take effect on Dec. 12, 2006. The Ending Mandatory Retirement Statute Law Amendment Act was approved by the legislative assembly in an overwhelming 60-5 vote in December 2005.
When the legislation takes effect, it will amend the Ontario Human Rights Code to protect people aged 65 and over from age discrimination for most employment purposes. The legislation also amends a variety of other statutes that have provisions connected to mandatory retirement.
With the effective date only three months away, employers should:
* Familiarize themselves with the requirements of the act and its possible effect on their workplace policies and practices
* Consider what changes may be necessary to existing policies to comply with the end of mandatory retirement
* Discuss with their unions any changes that might be required to their collective agreements.
Workers and their unions should also understand the provisions of the act and how they apply and then talk to their employers about how the new law will be implemented in their workplace.
“Employers, unions and workers should now be actively preparing for the end of mandatory retirement,” said Peters. “For example, some employers may need to adapt their human resources policies and practices to comply with the law.”
For more information, visit www.labour.gov.on.ca. A toll-free telephone line is also available for public inquiries at 1-866-400-8355.
-30-
Contacts:
Susan McConnell
Minister's Office
416-326-7710
Belinda Sutton
Ministry of Labour
416-326-7405
|
